If our 2019 Guide To Recruiting & HR Events is any indication, at Entelo we get really excited about any opportunity to step outside the normal 9-5 and learn from industry leaders and peers. As an avid reader of the Entelo blog, we’re sure that you do too. Well, get your notebook and your reading-glasses-you-don’t-really-need-but-make-you-look-smart ready, because May is lining up to be a great one for professional development.
The reality of today’s talent market requires recruiters to reference over 13 sites to source just one candidate. That means that any given time, the average recruiter has over 13 tabs open, hopping between them to cross-reference and gather candidate information. Talk about Tab Overload!
Whether you run your own small business or work in an HR department, if you’re involved in hiring at all, you've probably heard the term "boomerang candidate” recently.
As the name implies, a boomerang candidate is someone who has applied to work for a former employer. The typical boomerang candidate wasn’t fired for performance issues or personality clashes – they likely left their previous position under good terms. Whether they left to pursue a more exciting opportunity, went on earn a degree, or to make more money, they're ready to become a member of the team again.
The question is, how do you go about interviewing them?
As the Director of Talent, Diversity & Inclusion at DonorsChoose.org, Margie Cadet spends a lot of her time examining and eliminating opportunities for human bias within her team’s recruiting process.
Given the sheer amount of time recruiters spend sending off emails to prospective candidates, it’s surprising how few track key engagement metrics. According to the 2019 Recruiting Automation Trends Report, only 53% of recruiters track their email open rates and only 50% track click-through rates.
If you’ve ever experienced the anxiety that comes along with a job interview, you’ve probably also tried to stave off your fears by asking yourself, “What’s the worst that can happen?”
